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Öğe Digital diversity and inclusion: Agenda for data privacy and protection(Springer Science and Business Media Deutschland GmbH, 2023) Mujtaba, Bahaudin G.; Vardarlıer, Pelin; Gündoğmuş, EmineWe are in interesting times in the twenty-first century’s world of service and support, where digital transformation (and artificial intelligence, in particular) is rising, while the focus is being placed on transformation in human resource development. While we are more focused than ever before on advanced tools and technology, we also must focus on advancing human knowledge on digital literacy and workplace practices in an inclusionary manner in this multicultural and borderless world of commerce. Since much of the world transitioned to teleworking during the pandemic closures, we now know that digital diversity is a growing reality that requires additional awareness, reflection, and training for everyone to use it in an equitable and inclusionary manner while complying with privacy and security laws regarding the personally identifiable information of employees and consumers. In this chapter, the focus is on human resources in the areas of digital diversity, data privacy, and inclusion practices since our interactions are transforming along with our mindsets but not necessarily in parallel lines. We offer a reflection on digital diversity, inequity of access to online content, inclusion, data protection, and best practices to create an inclusive digital work environment for all the company’s human resources.Öğe Technology matters: The efficacy of virtual realistic job preview and its effect on job commitment in hybrid staffing context(Springer Science and Business Media Deutschland GmbH, 2023) Song, Xiaochuan; Vardarlıer, PelinRealistic job preview (RJP) has been considered an effective way for organizations to provide job candidates with snapshots of both positive and negative aspects of the jobs they apply for. However, research on examining the efficacy of virtual reality-assisted RJP (VR-assisted RJP) is still limited, not to mention the examination of VR-assisted RJP’s capacity on predicting person-organization fit (P-O fit) and person-job fit (P-J fit) and turnover. In this chapter, we review the development of RJP in the past few decades and the development of VR-assisted RJP and discuss concerns of VR-assisted RJP. Implications and future research directions are discussed.Öğe Green human resources management integration with employee performance and training development function of the energy sector: Strategy recommendations(Springer Science and Business Media Deutschland GmbH, 2022) Vardarlıer, Pelin; Türk, AbdullahIn this study, the subject of green human resource management is evaluated. By making a comprehensive analysis, it is aimed to generate strategies for the companies to increase the performance of the human resources. In this respect, the first practical strategy proposal of the study is that human resources management should both teach and learn individual behavior changes that will encourage an environmental corporate culture. In this framework, necessary investments should be made in training and development activities that will bring a collective awareness, and by supporting employee participation. It is understood that the philosophy of green human resources management is one of the essential management practices for an energy sector and this philosophy should be evaluated within the shared values through human resources management.Öğe The role of organic products in preventing the climate crisis(Springer Science and Business Media Deutschland GmbH, 2022) Vardarlıer, Pelin; Girgin, NilüferThe aim of this study is to determine the motivational factors affecting the intention of buying organic food consumer profile in Turkey. At the same time, it is to determine how these factors affect the purchase intention. It is determined that the motivation factor that most affects the consumers’ intention to purchase organic food is the natural ingredient element. Other effective motivational elements following the natural content are the following. It has been observed that the good physical health of the products, the price of the products, and familiarity with the products are effective. The results of the research will contribute to the determination of marketing strategies of organic food brands and the policies of the authorities regarding organic agriculture. Organic products also help to achieve energy efficiency. Thanks to organic farming, energy use is significantly reduced. Using less energy will also reduce carbon emissions. This will facilitate the fight against the climate crisis. Therefore, it is important for states to support investments in organic agriculture. In this context, lower taxes from these investors will help the projects to provide cost advantages. In addition, it is important to increase technological investments on this issue. These points will contribute to the reduction of the climate crisis problem.Öğe Relationship between conflict and deviant workplace behavior in family business(IGI Global, 2022) Polat Dede, NurtenWhile family businesses are struggling with all the problems of any other business on one hand, they are also struggling to deal with problems arising from family dynamics on the other hand. The main challenge for the establishment and prevention of conflict, and organizational deviant behavior in these enterprises is the difficulty to separate family and business subsystems that are intertwined with each other without damaging them. This study focuses on organizational deviant behavior arising from probable negative relationship emotions after role ambiguity and conflict of family members in a family business. Furthermore, family effect (altruism) is also defined, which is another aspect affecting deviant behavior. Followed with the general concept of organizational deviations and conflicts and types of conflicts in family business, the last part covers deviation behavior reasons stemming from role conflict, role ambiguity, family altruism, and relationship conflict. The relationship between all these concepts are discussed with a conceptual literature review.Öğe Use of artificial intelligence as business strategy in recruitment process and social perspective(Springer, 2020) Vardarlıer, Pelin; Zafer, CemThe artificial intelligence (AI), which has started to show itself in every field of the changing business world, has now begun to manage the recruitment processes in the human resources departments of enterprises. With the adoption of new technologies in the digital age, business structures have to adapt to new designs and increase the performance of business processes. Providing the right human resources during the recruitment process is one of the most important functions of human resources management. In particular, it is important for an enterprise to find, attract and manage talented employees. A talented human resources department is the most strategic point that directly leads an enterprise to profitability. At this point, candidate evaluation stages are very important for a successful recruitment process. In this regard, it is important to have accurate monitoring and evaluation tools associated with the performance and potential of the candidates in terms of the organization of enterprises and management of human resources. In consideration of the foregoing facts, the aim of this study is to reveal the benefits and risks of AI-based use on human and community in recruitment processes in human resources department. The applications of artificial intelligence are explained with examples.Öğe Relationship between organizational commitment and organizational silence: A study in the insurance industry(Springer, 2020) Vardarlıer, Pelin; Akıner, ÖzgeIn the study, it was aimed to determine the effect of organizational commitment on organizational silence. In this context, the related research was conducted on 416 employees working in an insurance sector company in Istanbul. In the study, after the concepts of organizational commitment and organizational silence are presented in a theoretical framework, to measure organizational commitment; the scale of organizational commitment by Meyer and Allen, which Wasti and Can translated into Turkish and adapted, and the organizational silence scale developed by Dyne et al. (Journal of Management Studies 40(6), 1359–1392) was used to measure organizational silence. As a result of the questionnaires, the data were evaluated and the relationship between organizational commitment and organizational silence was tried to be explained. The results of multiple regression analysis, which measures the effect of organizational commitment on organizational silence, were interpreted by correlation analysis, which measures the relationships of organizational commitment and organizational silence subdimensions. The results of the T-tests and ANOVA (F) tests, which measure the relationship between demographic variables and research variables, are also included. As a result of the analyzes, it was found that among the subdimensions of organizational commitment, continuing commitment, normative and emotional commitment, only continuing commitment and emotional commitment had a significant effect on accepting silence.Öğe Digital transformation of human resource management: Digital applications and strategic tools in HRM(Springer, 2020) Vardarlıer, PelinThe introduction of computers in every field of life as the ever-expanding and widespread communication technology, cause significant changes especially in business life. With the internet and technology changing our lives radically, this change has also affected the management forms of enterprises significantly. In today’s enterprises, it is seen that the traditional methods used for the management of business processes are no longer sufficient. Business processes that are complicated in enterprises have become manageable only by using technology. Rapid developments in the internet technology have also diversified the understanding and operation of human resources management. Data and resource management of enterprises is more systematic and easily accessible in a digital environment. This situation has enabled most of the work done by the human resources department to be carried out in the digital media. Human Resources Management (HRM) has become Digital Human Resources Management (Digital HRM) due to this transformation. Enterprises now use digital human resources systems while carrying out their human resources functions. In this respect, while enterprises offer many innovations in the digital field to consumers, human resources management also applies similar innovations to employees or candidates. Therefore, digital transformation in human resource processes is more effective when used as part of a broader employment process. In this context, this study focuses on the use of digital applications in human resources management of enterprises. However, the reflections of digitization on human resources processes have also been elaborated.Öğe Analyzing the effects of organizational trust and organizational commitment in anti-productivity behaviours in managerial approach dimension to achieve a strategic competitive advantage(Springer, 2020) Aşçı, Mehmet SaimIt is observed that negative approaches in organizational functioning and attitudes towards work have recently become increasingly common. Such developments weaken employees’ feelings of commitment and dedication to the organization and work. To improve the organizational commitment and dedication of the employees, first, the causes of emotions that inhibit these emotions and solution methods to eliminate alienation to work should be analyzed. In this study, anti-productivity behaviours, their causes, factors that influence the formation of organizational trust and commitment, and the relations between anti-productivity behaviours will be evaluated.Öğe The impact of new technology on society and workforce in production in the era of industry 4.0(IGI Global, 2019) Zafer, Cem; Vardarlier, PelinThe industrial revolution, which took place in the 20th century, is the first step of similar developments in the ongoing centuries. In the first steps of this century, the use of steam machines in production is the first steps of a more serial and systematic production structure. With the advancing developments up to the industrial revolution or Industry 4.0, a structure quite different from the initial stage was formed. In the most general sense, the Industry 4.0 structure, defined as the internet of objects, emerges with a more systematic and self-functioning structure discourse in its production activities, but its effects are not only related to production activities. As a matter of fact, the use of Industry 4.0 at the point reached, human resources, employment, social classes, communities, and so on. It is thought to be effective on the structures. In this context, in this study, the effects of the social impacts of these processes and the ways in which Industry 4.0 can create a social structure have been explained.Öğe The effects of industry 4.0 on labor force attributes and new challenges(IGI Global, 2019) Aşçı, Mehmet SaimUnmanned factories became a topic of discussion after the concept of Industry 4.0 was first introduced in the Hannover Fair in 2001, and increasing the computerization level in business life and supporting the production processes with advanced technology were determined as targets. In this regard, artificial intelligence and increased automation are expected to create new kinds of jobs in the coming years; however, a significant problem is predicted considering that these changes will invalidate a high number of job types exist today. Thus, the workforce will face a severe unemployment threat. As a result of all of this, radical changes in the work methods, along with means of seeking employment, are now considered. The qualities of the work and the workforce are being transformed along with the organization methods of the production. While on the other hand, it becomes evident that education also has to adapt to this transformation. In this study, the issues the labor might have to face during this period will be discussed, along with what could be done to solve these problems.Öğe Relationship between conflict and deviant workplace behavior in family business(IGI Global, 2019) Polat Dede, NurtenWhile family businesses are struggling with all the problems of any other business on one hand, they are also struggling to deal with problems arising from family dynamics on the other hand. The main challenge for the establishment and prevention of conflict, and organizational deviant behavior in these enterprises is the difficulty to separate family and business subsystems that are intertwined with each other without damaging them. This study focuses on organizational deviant behavior arising from probable negative relationship emotions after role ambiguity and conflict of family members in a family business. Furthermore, family effect (altruism) is also defined, which is another aspect affecting deviant behavior. Followed with the general concept of organizational deviations and conflicts and types of conflicts in family business, the last part covers deviation behavior reasons stemming from role conflict, role ambiguity, family altruism, and relationship conflict. The relationship between all these concepts are discussed with a conceptual literature review.Öğe Öğe Positive organizational behavior and threats of new work forms(IGI Global, 2019) Aşçı, Mehmet SaimPositive psychology emphasizes on what is right in the individuals instead of what is wrong and focuses on the ways with which a happy life can be lived. Positive organizational behavior, on the other hand, is the reflection of positive psychology in organizations and works on powers and mental capabilities of quantifiable, efficiently manageable, and improvable human resources. However, growing in parallel with the widespread expansion of neo-liberal understanding of economics, insecure jobs, chore works, intensely repressive and overwhelming management practices, and practices that have even led people to commit suicide as an escape option, discourage and impede the development of a positive organizational climate. In this study, striking examples of these hurtful practices were provided, and by emphasizing the characteristics only human beings can have, an attempt was made at drawing the attention to the fact that an organization can't be won-or rather, nothing can be gained in the medium and long term-without winning the people first.Öğe Challenges of Turkish family businesses related to effective management strategies(Palgrave Macmillan, 2018) Çırpan, Hüseyin; Alayoğlu, NihatInterest in family businesses has recently been on the rise in Turkey. The main reason for this is that family firms dominate business life and make a big contribution to job creation and exports. However, running a family business poses intrinsic human dilemmas and unique challenges. Family dynamics tend to affect business dynamics and vice versa. Managing family relationships is an important characteristic of a family business. Managed effectively, a family business offers rewards on many fronts; if managed poorly, the business, including the family, may face many problems, leading to bankruptcy. Therefore, it is important to determine predictors of family business sustainability for the benefit of both the economy and the families owning firms.Öğe How to create a culture of innovation?(Springer, 2018) Aşçı, Mehmet Saim; Dinçer, Hasan; Hacıoğlu, Ümit; Yüksel, SerhatAs a consequence of economic, social and political developments, the human, social and cultural structures of institutions have begun to attract the attention of those who work in the theoretical and practical fields of management. It is concluded that cooperation systems can be successful in the direction of the individual talents and in particular the desires of the participators that establish them. Therefore, an effective and productive management depends on the knowledge of the factors determining the attitudes and behaviors of a person, either as an individual or as a member of a group, and the existence of possibilities to influence them. Each organization creates its own culture (value system), but also it is a product of the cultural influence of the surrounding environment. International business management has led to comparative cultural research, which has made the culture to become part of management field and made the managers be more interested in the subject. The age of transformation we live in demands new perspectives and approaches from all of us. Information changes our lives rapidly. Recently, we have been more often using concepts like " "innovation", "restructuring", "change" or "transformation". All of these concepts we use about our individual, institutional or social life indicate that we are not satisfied with " our present situation". Today, the methods, ways, styles, and processes we have been applying are not as useful as they used to be. This increases uncertainty in the business world as well as in all areas of life. In this age, where we are surrounded by uncertainty, the way to overcome uncertainty is through making innovations, that is, from "innovativeness". Innovation cannot always be made and in everywhere; the source of innovation is the creativity. But successful innovation requires more than that; some conditions-social, economic and political conditions-should arise. Innovativeness needs a culture to flourish. This study tries to explain what these conditions might be and if they could be recreated intentionally.Öğe Complexity and crisis call for shared leadership and empowered teams(Springer International Publishing Ag, 2017) Çırpan, HüseyinIt is a very well-known fact that firms are operating in a very volatile business environment. The success and failure of every type of organisation mainly depends on the quality of leadership, and the complexity of today's business environment makes leadership increasingly challenging. Many crisis management mistakes have been attributed to leadership failures. It is becoming almost impossible for any individual to possess all of the skills and abilities needed to competently navigate organisations through today's challenges. Complexity and crisis by their very nature call for looking at the leadership role from a new perspective and responding to the new reality differently to sustain a business. Here, we will first explore the nature of complexity and crisis. By doing that, we illustrate the requirements of those situations in terms of leadership, and we move on to explain the concept of shared leadership and what is needed to apply it effectively. Since business culture is of vital importance in the effective application of shared leadership, we will delineate how leaders can create a culture that fosters empowerment for teams.Öğe Global business strategies in crisis strategic thinking and development preface(Springer International Publishing Ag, 2017) Hacıoğlu, Ümit; Dinçer, Hasan; Alayoğlu, NihatThe latest economic turmoil with its reflections on business performance forced top managers to develop effective business strategies in order to boost effiency at company level. The latest global financial crisis also urged them to redefine the boundaries of their operational and strategic avtivities globally.Öğe The importance of trust for partnership and collaboration in volatile economic conditions(Springer International Publishing Ag, 2017) Gür, Nurullah; Alayoğlu, NihatVolatile economic conditions are painful for most firms. Firms struggle to survive when market demand is sluggish, uncertainties are high, and credit conditions are tight. Therefore, maintaining and strengthening partnerships, retaining existing customers or finding new ones through innovation, and finding external finance are extremely vital to keep firms alive during volatile economic conditions. In this chapter we argue that trust plays a key role in protecting strong relationships with partners, customers, suppliers, and other actors or when developing new relationships. Trust might help to protect partnerships and establish collaborative relationships by mitigating asymmetric information and free-rider problems, allowing for more open and honest information sharing and restraining opportunistic behaviour.
